WlDUVWW D b 15I l JWVU lD 15WlB LflDlEV Ull lDUlUlI Ul61 WI lDl f W lE I1 D ljlD 1B E l'il I1 1 MAY 1985 THE G4 PLAN FOR CAREER DEVELOPMENT U o oooooooooo 1 THE CRYPTOLOGIC LINGUIST PROGRAM U o oooooooooo 4 THE SUMMER LANGUAGE PROGRAM U 4 COPING WITH CAREER CHANGE 5 CA SKILLS ENHANCEMENT PROGRAM U o oooooooooo 6 GALAXY U o ooooooooo 7 THE FUTURE OF TRAFFIC ANALYSIS U o 9 LETTER TO THE EDITOR U oooooooooooooooooooooooo Robert J Hanyok ooooooooooo 10 FROM THE PAST U oooooooooooooooooooooooooooooooooooooooooooooooooooooooooo 11 CRYPTO-PUZZLE NO 29 U William Lutwiniak oooooooooo 12 NSA INTERN TRAINING PROGRAM l9SS U 13 u IIAP'mL6 YIA eOMUfi' CIIAUHElbS ONbY SECREf- lSSIFIKQ iJPYNSA ss f A o n u L 1 a l l t 1 0 E c o 1 3 2 M 0# 123 2 47 4009943 Published by P1 Techniques and Standards Editorial VOL XII NO 5 PUBLISHER May 1985 963-1JO 1L - Collection I 963-5877X 968 8141J Computer Security I Computer Systems J 96J na3 Cryptanalysis 1 96304740 963 4 704 Cryptolinguistics I Index I 963 5330 Information Science 1 963 57 11 Intelligence Research _ I 963 3095 963-5151 Language 963 3896 U'nguistics 1 ' ' l 963-5655 Mathematics Puzzles David H Williams 963-1 1 3 Science nd Technology 1 b63-4423 Special Research Vera R Filby 968 8014 Traffic Analysis ' Robert J Hanyok 96313888 r Illustrator Distribution 86-36 - I ------ BOARD OF EDITORS Editor P L I ik963-30s7 1963-3369 j '' o 1 To submit articles or letters by mail send to Editor CRYPTOLOG P1 If you used a word processor please include the mag card floppy or diskette along with your hard copy with a notation as to what equIpment and what software you used via PLATFORM mail send to cryptolg at bar1 cOS bar-one-c-zero-five note no '0' in 'log' Always include your full name organization and secure phone number For Subscriptions or Change of Address send name and organization to 1 Ip14 P L 86-36 intf1is1 stJe we commemorate the 20th annivei $C ryof the Career Development Ptogrfjm ilt was celebrated in the Agency by a vveek-Iong series of presentations discussions q ldSerninars Two of these are reported in these pages othefswjjl appear in subsequent sue - The professionalization program certainly has taken hold Now there is a certification procedure for just about every calling in NSA for executive secretary as well as for cryptanalyst in logistics as well as in language Over the years there have been modifications too reflecting changes in philosophical outlook changes in our targets and advances in technology It would be fun to check out the pqe of 14th century Venice New fields have been recognized and added and two -- cryptologic staff officer and editor-writer -- have been dropped And one field -- intelligence research is its latest appelation -- has always been in the throes of change What is significant is that most operational elements are seeing to it that their direct-hire pre-professionals are given the training and work assignments necessary for certification though perhaps at a slower pace than that set for interns in the same fields One element has even developed for its own people a very successful formal program patterned after the CA program Some people wonder not at the longevity of the program but that it is only 20 years old Why did it take so long to get going they ask Actually there were earlier attempts at a development program the intern training program of 1955 the PATA program and CY100 even CA-400 in its infancy come to mind But they were very different in concept the participants consisted of a small segment of the population who were to be the future leaders having first undergone a rigorous course of formal instruction or OiT with a focus on cryptanalysis It would be interesting to hear from participants in those or other similar programs and from people who had a hand in designing them Contents of CRYPTOLOG should not be reproduced or further disseminated outside the National Security Agency without the permission of the Publisher Inquiries regarding reproduction and dissemination should be directed to the Editor I OR OFl'IClAI USE ONLY 4009943 eONFID13N'HAL The G4 Plan for Career Development --- U 42 '--- jp L fGYG For many years vacant billets in G4 for professional or pre-professional jobs at the middle level were usually filled with graduates of intern programs notably the PI Math Program and the Cryptanalysis Panel and from other panels as well By 1981 however G4 was beginning to increase the number of new billets and soon exceeded the capacities of existing training programs A few college graduates were hired directly into G4 where they received on-the-job training OJT and were enrolled in certain relevant courses offered by the training school To fulfill its ever-expanding mission G4 made further plans to increase sharply the number of direct college hires for the next several years FeUO In order to attract the best candidates the chief of G41 Ithought it wise to afford them the sameopportumty to attain professional certification usually in cryptanalysis CAl in three years' time as those entering a fot'mal intern program As Chairman of the Cryptanalysis Career Panel he was well versed in the requirements and the ways to satisfy them He devised a plan that would lead to professional certification and at the same time prepare new hires for their careers in G4 -- the specialties of their home branch where they are assigned on the one hand and a view and appreciation of the varied and complex mission of all three divisions within G4 on the other -- in production as well as in analysis research and developing new techniques IMPLEMENTATION FGYG By August 1982 Jim had formulated his ideas and asked the author of this article to be coordinator of the plan He outlined to me as well as to the three division chiefs the diversification tours he had in mind to satisfy the two goals ofCA certification and preparation for careers in G4 He quickly and easily convinced me of the worth of this career development project I not only believed in it I knew it was good As coordinator I saw my role to be a combination of travel agent -- arranging diversification tours - and faculty adviser -- informing the new college hires of the requirements recommending relevant courses and P L 86-36 86-36 encouraging them in thes worthy endt avors for their own future and upward mobility WOBO To this end I devised varia us ways to keep track of their progress toward the goals such as charts and worksheets for planning tours As the number of new college hires has grown we hav tunied to the lBM PC recently made available for help in this regard I FQ6'Q The Plan has its own floppy disk of G424 designed a comprehellsive yet easy to- 'u-s-e-p-a-c -k-ag-e to retain pertinent and useful information that can be easily updated This will be a boon when an avalanche of new college hires engulfs us later this year FeUef IG4 J9 is invaluabl e inthe preliminarybUlet preparabon initial counseling of the new hires before assignment and seeing to the formal personnel IG409 carries the ballon training actions I requests GBP01' specific courses Most of all the help ad vice and cooperation we received the first year from the theni'C A _ Panel executivej land his assistant JL _ c Jenabled us to get off the ground quickly and attain the momentum for our fast track WOYG Fortunately for all of us -- me the new college hires and their branch chiefs -- the selection process provided us with a group of winners Most of them were able to get on the fast track and with a push from me traveled to other realms for diversification and experience digested relevant courses and thrived on OJT Those who had had algebra statistics and or computer science in college satisfied most of the prerequisites for relevant or advanced courses which they could sign up for without delay They plunged immediately into learning to program in IMP some t10undered a bit longer than others but all have survived and have become able and talented programmers FG OI As for the tours in less than a month by early September 1982 we were off and running Among the group of newcomers who had joined the Agf ncy and G4 the year before 1981 there were five who had had at least six months' experience They were our first pioneers for the new set of diversification tours May 1985 CRYPTOLOG page 1 JlM'I91 11S 'l 'IA l 8MIN'f lJlIAPiNBhH ONU CONFIDENTIAL 4009943 eOm'IBJiJNTIAL STATISTICS ON THE G4 DEVELOPMENT PLAN u P L 86-36 EO 1 4 c EOD G4 1981 5 1982 15 1983 14 1984 7 1985 11 Total 52 SAT FOR EXAM PASSED Part I CA 19 19 Part II Related Fields 19 19 Part III Essay 19 18 TOURS chiefs want their new people to do all their tours back-toback before returning home their projects are usually long-term and not easily interrupted 0-000 Happily the two goals of the G4 Plan can be met with a set ofdesignated tours of six months or more each t'OtfO We also have a more moderate-paced track for any who might need m re than three years to achieve CA ' certification and complete the G4 Plan Several branch chiefs are not in favor of back-to-back tours they need their people between each tour for a full six months or more because they are short-handed and under pressure to keep backlog to a minimum There are instances too where relevant courses cannot be completed in-time because of' scheduling delays or prerequisites that take time to satisfy 1 G41 - for production experience 2 G42 - for diagnosis and techniques 3 G434 land production 4 Manual Systems - for CA diversification 5 An optional tour at the discretion of each division -I When newcollege hires have finished the indoctrination course CY-157 at Airport Square and received their clearances their initial assignment to a branch in G4 hereafter referred to as their home branch constitutes one of the first three tours specified above After six months or longer they are considered ready for a tour in another area Upon completion of some or all ofCA-107 they are eligible for a tour in manual systems COURSES o-eeen Three formal courses constitute the bare minimum of what is required to prepare for the cA PQE CA-I07 Manual Systems CA-110 Cr'yptostatlstics CA-123 Shift Registers We soon found that training slots were in great demand The CA Panel had hired that same year 1982 a bumper crop of interns that filled the usual spaces in G6and G9 In desperation we hunted elsewhere and found tours eventually in A3 81 85 G2 and P16 for manual systems When all the available training slots for manual systems were filled we scheduled other tours in G4 for our group We were only too happy to cooperate with the CA Panel and made a point of yieldingto them on these matters P0U01 We also explored other parts of the Agency for the optional tour At first G42 specified another tour ina different type of branch withinG42 but we have by now extended the range to include S6 and will soon include A5 as well As for G43 a tour in G431 is appropriate and tours in W3 R5 and R8 have also been scheduled In this way a branch can acquire expertise from different areas as the new college hires complete the optional tours and return home to stay W0U01 Another way to arrange tours is to agree to an exchange i e providing'a tour in G4to some ne assigned elsewhere who needs a diversification tour also We have had to make these double arrangements four or five times in order to keep to the fast track schedule One or two branch P L 86-36 The math majors take MA-145 aridMAH4 6 probability and statistics in place ofCA-IIO these longer math courses are a prerequisite to other advanced and relevant math courses To supplement the over-subscribed CA-123 course at the training school we have giv en our own imhouse course a number of times to the new arrivals They all need th is particular course some sooner than others We have found among the experts in G4two w ho have been willing to conduct such a class -- William Mixer of G433 and more recentl ItG415 Our instructors coordinate with the training school people and use their course materials and their tests and exams which are graded by the school consequently we can offer the course for credit I C ssm We have also found a willing instnictorl bfG425 to teach a course in IMP programm 'i-ng- This has proved to be very useful and popular it was SRO in a conference room the first time he gave it He has had to repeat it a number of times by popular demand It is not given for credit but the lectures and handouts help prepare for any equivalenc exam Most everYbOdy lakes either CAland the math' 223 or CA-23 _ majors all take Nl -213c Jan4 other specialized math May 1985 o CRYPTOLOG page 2 IIhl' 9hli Ylla E 9MIN't' IIANNE CO N-F-I-D-ENTIAL 6NLY P L 86-36 EO 1 4 c EO 1 4 d 400 St9 36 SBEURRB'F cOu'rses We also recom end CA-261 diagnosis and CA-247 voc04ers to help prepare for the PQE as well as EA-010 at tije Learning Center for the Related Fields in addition to CA-110 and CY-157 and advise MP-160 to those who had no c mputer science courses in college ' INTERNATIONAL ASPECTS iFOH9l Once we were organized and running G4 was asked to provide cryptanalytic training to an analyst from CSE Ottawa who would be sent here for a three-year tour We were delighted at the prospect of a Canadian connection and charte special set of tours that would provide both diversification and areas of special interest to his Hoined us in July 1983 and is organization into his fourth tour at present writing He is taking many c9urses that we'recomme 1ded in cryptanalysis and ma'thexnatics' He gave a talk recently in the CA-305 series about PSE and his PCS here and also a G4 SIGSEM talk on a technical project frustations for me in arranging tours and that on the other risk' a disappointing unchallenging tour' for the individuaL For example interns usually get first chance at training slots often in short supply and the better projects to work on --'all for the simple reason that their permanent assignment is made after their first three years whereas the G4 permanent assignment is made at the beginning upon entering on duty in G4 Furthermore interns more often than not have a voice in choosing their permanent assignment All managers including those in G4 want to attract interns to join them eventually It is only natural therefore for interns to be placed first in tour areas and be assigned the better projects from which to learn new things whereas the G4 trainees are often expected to contribute their talents developed elsewhere and may not have as rewarding a tour We now know from experience where the better tours for our G4 people are likely to be CONCLUSIONS i'QUQj he G4 career development program described RESULTS in this article works very well indeed Our people are able to compete professionally with graduates of intern programs in the same length of time They like the idea of a home branch and belonging to G4 from the start They look forward to coming home between tours and afte'r completion of the Plan Through the tours they have experienced a variety of technical problems and production and management styles and have made many contacts that could prove useful professionally Best of a II their home branch chiefs want them back ASAP O Fet fel This mixture of courses tours and OJT provides a potent brew As members reach their second anni versary they are eligible to sign up for the PQE Most everyone does so having accumulated the necessary 700 points The results as ofp'resent writing brok n down by exam parts are given above parts I and II are the biggest mile stones These results reflect the unusually fine performance of our people FOBOl Three members have already received the formal CA certificate having reached their third anniversary and having completed all the other requirements 1000 points PQE computer program technical paper and diversification o fF 0YO The G4 trainees are often in demand for a tour EO 1 4 c now that their fame has spread Some of them have had a F L 86-36 chance to contribute substantially and in an innovative way to projects while or tour These efforts have been recognized and appreciated Our people get their fair share of awards SSWPs Q ls and SPCAs in varying amounts We are proud ofthem and they reflect great credit on G4 FaBOl Five of our people have been sidetracked onto special projects within G4 for one or two years This will d lay their ultimate completion oftheG4 Plan but their assoCiation with these important projects and the experience they gain cim only enhance their record They can always rejoin the Plan t is conveniently flexible ' -tet'These newcomers even have a chance to gO'on TOY for consultation and to attend conferences Last yea one of 'our members attended the ACE conference in Princeton more are expecting to go this spring Another one of our people a member ofa team offive was included in a TOY trip to IDA to assist in a briefing about their project Still another had a trip to Bell Laboratories OTHER CONSIDERATIONS wave There is no doubt that we have a viable career development program in G4 Implemented some two and one-half years ago it has grown apd developed to fill the needs ofo'ur new pre-professionals and to respond to demands of04's mission But there have been a few dr wbacks that on the one hand cause delay and We are looking for a dyn mlc person who can operate in an unstructured environment dnd achieve results with little d eet superVISion The successful candidate wilfplay a leading role In Improvong A3 s dbility to produce intelligence o Please send your Personnel Summ y In complete confidence to A331 S 668 May 1985 CRYPTO LOG 1C 'pag 3 I trrBbS VIA OSMhilf' 'eiI ' iiifEhS'OiibY ' - o - - 's EC KS'F- s eee CRYPTANALYST I I A331 3C085 963 5246s o An Equal Opporttmity Employer P L 86-36 aCID 4009943 0 THE o THE 0 CRYPTOLOGIC SUMMER 0 PROGRAM o o o PROGRAM 0 u o u 0 LINGUIST '-- lp16 P16edr@baridl5 LANGUAGE '-- FElHEl The Cryptologic Linguistic Program CLP was promulgated in 1974 by the director ofNSA General Allen on the recommendation of the DDO General Wolff t is administered by P16 the Language and Linguistics Division of PI Office of Techniques and Standards FElHEl Esse tially the CLP is designed to develop a small but dynamic nucleus of linguists each with several languages and or cryptologic skills in order better to be able to meet changing requirements of production elements especially during crises The program strives primarily to develop multilinguists Participants in the program normally are trained in at least one additional language The new language is determined by operational necessity and by the language background of the participant WQJTO The program runs approximately three years depending upon the background and experience of the individual participant In those three years participants rotate through work and training assignments There are two overseas training opportunities one in Europe and the other in Asia Selection for overseas tours depends upon the needs of the overseas organization the participant's language mix and timing U Most participants in the CLP are direct hires with graduate degrees in language or linguistics On-board candiates who are certified in a language may apply when positions are advertised in the announcement of Competitive Selection Vacancies Previous selectees have had a wide range of language backgrounds and experiences Typically they have had advanced degrees in language linguistics or closely related subjects and usually they have also demonstrated considerable ability in two or more languages FQYQ Since 1974 fifteen participants have completed the program and have been assigned to production elements Currently there are thirteen participants in the program 0 P L lp16 pii lap@barlc05 U NSA sponsors a summer employment program for undergraduate and graduate students of foreign languages It provides them an opportunity to use and improve their skills while sampling language work at the Agency The experience also offers a foot in the door towards a career with NSA upon completion of academic work U Undergraduate students are eligible to participate during the summer before their senior year while graduate students may participate any summer prior to completion of their studies Applicants must have a minimum of25 semester hours of course work in applied language and pass the Agency's language proficiency test A major in language while desirable is not required a D Students are given clearances through TSC Because the processing of applications is necessarily lengthy eligible students are urged to apply early in the fall prior to the summer for which they seek employment Interested students should send an SF-171 to the Employment Division Office of Civilian Personnel The application and envelope both should be clearly marked SlJ MMER EMPLOYMENT O i c rthe summer of 1985 live students have been hired three undergraduate and two graduate Two students have Russian one has Chinese and Japanese one French and one French and German These students are to be ' assigned to offices in A B G and W FOUEl The operational areas profit as well as the students from having linguists without encumbering billets particularly during the summer when vacations thin the ranks oflinguists It also allows management to identify prospective hirees on the basis of demonstrated performance Supervisors interested in having a language student for the summer of 1986 should contact the author at 963-1103 0 J-cco May 1985 CRYPTOLOG o page 4 Jii'8ft 6f iCtAL USE UflIR 86-36 4009943 COPING WITH CAREER CHANGE u -- activity to him The person may be suffering from a loss of self-esteem and may not feel as competitive career-wise as he did formerly In addition the individual may have reached that point in a career perhaps grade level 12 or 1 3 where there is a heightened selectivity in awarding promotions As part ofCareer Development Week activities a panel moderated by John Monroe now DIChief P04 discussed the topic Coping with Career Change The emphasis wal on self-help and initiative and the dialogue centered on both career change and changing jobs After general discussion by the panel members the audience was invited to address questions to the panel I Sue prepared the following highlights for dissemination to the field because the topic is particularly relevant to employees in field assignments During field assignments individuals are often called upon to develop new skills and to enter new career fields in support of the mission Such persons sometimes decide to change career fields or to seek certification in still another field But whether at home or in the field many people will find the discussion helpful and interesting The panel members were JohnMonroe DDO Special Assistant J 'I oderator Dr R L James Chief Psychological ServicesiM12 IDeputy 08 Equal Opportunity Office _ _ _ _ _- ' ' trechnicalAdvisor to Chief B _ _ _ _---'iM315 IJob satisfaction is important Self-perceptions' and attitudes are important There are batteries of aptitude tests administered to new employees at NSA which the individual is free to consult at any point during his career and reflect upon ifhe is considering a career change On the other hand it may be tiine to take advantage of educational opportunities which are numerous in our agency to prepare for a career change The key to a career change is know yourself know the system know who can help you and work on self-improvement I i Do a self-diagnosis List your strengths and weaknesses What does it take to get into another job or career field Networking can be useful If you have worked for or with another employee who knows your capabilities you may be able to seek advice or recommendations regarding a new job from that individual Visibility familiarity and the image you project can be important factors in a career change I Remember you can't always control -c 'a 'r e e 'r 'c 'h 'a 'n g 'e 's- 'A lreorganization a new mission or technological change can result in a career change for you Some of these changes can be a shock to the individual A Mr Monroe introduced the paneland indicated that any new job may not be as good as an old one but it is still point in a career can be a time for reflec tion The panel necessary to do the best job you can in the new position to members then elaborate on factors to be considered when an develop new skills and to enhance your professional profile individual is contemplating career changes so that yo'u will be competitive with contemporaries and promotable Dr James Consideration should be given to the medical aspects of career change during the middle years It should i iRe member that a positive attitude and be considered as part of the crisis triad life change family performance are important and can make opportunities change and career change The individual undergoes a available great deal of stress during this period and it is necessary for the person to refoeus and redefine what is meaningful May 1985 CRYPTOLOG page 5' FOR OFI'ICIAL LSB OptLY ern 86-36 Dr James A PCS or field assignment may be sought when a lack ofjob opportunity occursat HQ The important thing is to find ajob that interests you Try to assess what your career problem is and solve it Then pursue a field assignment or any reassignment you desire I emember that performance is just one of the keys to gettmg ahead Visibility is another key Visibility can be gained by working on various panels projects or task forces where your contribution and ability will be noticed cases at a later date an individual may have personally decided to reevaluate this decision changed his mind and decided to work for certification while others continued to resist the career development movement It is never too late to reconsider especially once an individual reaches career levels that require professionalization for additio al progression It is always possible to reconsider especially when performance and skills are top-notch and the employee is highly promotable I Promotion boards need a weed-out factor They must consider all qualifications and accomplishments F ctOrs of concern include college degree field assignments certification additional education and staff oroperationlil experience just to name a few I The age factor has been raised in career oppor tunity and promotion cases Employees who are 40 years of age or older are covered under the EEO umbrella Hopefully managers are striving to prevent age discrimination Mr Monroe Perhaps we can discuss visibility and the value of seeking it out lBefore you seek visibility you should try to assess whether or not you are a highly competitive person You should have a strong sense of adequacy to support you as you pursue new career goals or seek visibility I Some employees try to move to jobs with greater visibility Moving in general is encouraged at this agency but movinii from job to job is not the same as a career change Dr Ja es Be prepared to deal with stressif you seek visibility Similarly stress and frustration can accompany any job c ange such as a change from a technical track type ofjob to a management job The individual can seek helpi such cases At times individuals have returned to technical jobs and have s1 ce sfully gotten ridof stress I t om agencies automaticailyrotate'pe son 'el to new jobs every two or three years Some employees are suspicious of change and feel threatened by it Many times our management initiates change by reorganization field assignment technical track career development Galaxy and the vacancy announcement system just to name a few vehicles of change Management is working to improve the methods used to effect change in the system There is a real need for change to meet both management needs and the needs ofthe individual QUESTIONS FROM THE AUDIENCE If you are not longer being selected or sought for jobs perhaps you should reflect and consider what you can do to improve your prospects If you are experiencing stress on the job confidential counselling is available throught psychological services M72 The career development office hopes that this panel discussion will help you if you are contemplating a career change Certainly the experience you gain in a field assignment will b of value to you as you pursue your caree Likewise self-evaluation taking advantage ofeducational opportunities and application to the Career Development Office for assistance are steps that can help each employee prepare today for abetter career at NSA tomorrow 0 CA SKILLS ENHANCEMENT PROGRAM 15 Q Don't we have diversification job change and 'rotation here at NSA Q Are ticket punching and regular moves needed for career advancement How do these activities relate to the personal cri In 1981 PI initiated a two-to-three-year development program for cryptanalysts and former cryptanalysts who wish to work in the field of manual systems cryptanalysis The purpose is to identify and cross-train or retrain se lected applicants at the GG12- 14 level This program affords participants an opportunity to broaden their experience and sharpen their skills through a series of varied operational assignments and training that are tailored for each individual Openings in the program are announced through GALAXY All candidates must be certified cryptanalysts For Il'lt 963-3957 0 information calli Panel In the past some people have chosen to ignore professionalization They've said to heck with it In some P L 86-36 This article is classified FOUO it its entirety Panel Few of the newly hired employees at NSA ha ve TA or CA skills These skill in general are not available in the market place NSA hires people with related skills and trains them in specific crypto1ogic disciplines With this need NSA has been developIng career paths as a kind of road map for career development which ias available for all employees If you 'are intere'sted in a specific career field or have an aptit de for it it is p to you t pursue ajob in that career specialty The means are available he re Decide what you want to do and pursue it May 1985 U P L 86-36 CRYPTOLOG page 6 FOR OFFICIAL USE ONLY For many years Agency personnel have struggled to find direction for their careers once they becam professional-ized in their field s and reached the G8-12113 grade level This situation might be labeled the post-professionalization syndrome When faced with this problem people take one of several routes They latch onto a sponsor or mentor who can guide them through the organizational thickets or they press ahead on their own initiative using the proverbial trial and error method of career management or they'simply do nothing and rely on the system to take care of their careers for them All these career management methods have drawbacks particularly because they rely heavily on chance rather than on specific procedures determine the best method of handling the assignment of P L 86- 3 6 mid-level personnel At the same time GALAXY is moving ahead with planning the second phase of the program a career development system As currentiy envisioned this phase will include the implementation ofcareer pathing procedures rotational work assignments career counseling advance planning for key positions and career-related training The chart depicts how the proposed system will mesh organizational needs and individual aspirations with a variety of career development activities to produce positive results for the Agency and its mid-level workforce Agency management has long recognized that there is a void in career development for the post-professionalization population Finally in 1983 the then Director Lieutenant General Faurer formed a task force to establish a mid-level career management program This task force conceived a program now known as GALAXY which would manage assignment and reassimilation actions and implement a career development system for all mid-level GS-13 15l personnel The task force perceived GALAXY as a bridge between theProfessionalization and the ExecutivelTechnical Development programs One of GALAXY's main objectives is to provide people with developmental assignments and training to prepare them to fill future Agency senior managerial and technical positions The GALAXY staff has been working on the assignment aspect of the program for more than a year In addition the program is in the midst of its first reassimilation cycle and is handling assignments for field returnees in the GG-13 15 category It has also begun to process assignment of midlevel Agency personnel to field sites for the FY-86 cycle It is important to note however that the GALAXY assignment procedures are still in adevelopmental stage and are not yet firmly established GALAXY and the GALAXY Steering Grou whose members are senior Agency managers are currently reevaluating the program to May 1985 Basically we envision a five-part program which will be phased in over a two- to-three year period To accomplish this we expect to employ the services of outside professionals throughout the design and implementation process Once all segments ofthe program have been installed at NSA we anticipate that mid-level career deveJopment services will be maintained for the most part by the GALAXY staff The initial task is to construct a competency inventory a database which describes catalogs and cross-references basic competency requirements within occupational specialties as well as across specialties fields and families of fields The inventory will maintain the distinction between' technical and supervisory skills and knowledges so that career guidance can be provided for bo h the management and technical tracks Generation of this competency inventory will depend upon guidance from Agency senior managers career panels e'te This presents an excellent opportunity for Agerycy management to stablish guidelines for the future direction of the NSA mid level population The second task is to develop self-assessment surveys which will allow mid-level employees' to determine their current competency levels individual preferences and motivations This data can then be used to compare the invidividual's competencies with the requirements bf the position s to which th'ey aspire' We will 'also designa complementary CRYPTOLOG JPYQR QJPYJPYIGIAb el page 7 QNbJPY 4009943 INTERVENTIONS Needs Aspirations SELECTION 'PLACEMENT PRACTICES ExpecUans SkIlls Prior Experienoe INCREASEDl Management Techn'ical Competence Employee Motivation Morale Corporate Policiea Attraction RetentIon GALAXY CAREER DEVELOPMENT SYSTEfI Past Pcaat-icea of High Quality Regulation Current Relource Constraint Stable tlorkforce Depth of Management Talent Cro B-Utilization of Employee Skills Productivity SA ORGAtII ZATION STRUCTURE' aeportinq Relationship Component Inter-RelatIonlhlp l1anaqement Strategy Approval Proce - numRiJCQ OBjECTIVE' I PROMOTION I oSYSTEMS I ---- assessment survey for use by supervisors as a counseling tool in private session with their subordinates These surveys will assist both the organizations and theindivi'duals to reach their respective objectives in the career planning process The next task to be undertaken simultaneously with the previous one is to initiate a form oflong-range planning to fill key positions To accomplish this we first need to determine relative growth trends within Agency career fields Once high growth areas have been identified competency profiles can be delineated and then appropriate career paths can be outlinedfor mid-level employees who desire to advance into the high growth areas These procedures will help to insure that the Agency has sufficient qualified personnel prepared to fill future staffing requirements The fourth task is to establish several career management mechanisms to support career planning One such mechanism is an automated data base which will permit individual career pathing by matching employee competencies with the requirements of position openings and identifying areas for individual development Another mechanism is a mid-level training p'ackage being devised by M4 and the NCS to help the GALAXY population reach their career objectives A third mechanism is a career counseling center which will contain among other things listings of all current position vacancies jobs identified as rotational assignments educational and training opportunities and self- assessment materials This center will be staffed by GALAXY personnel who will provide counseling guidance and feedback The fifth and final task is to integrate all mid-level career management and placement support systems in a competency framework This includes developing competency-based criteria for entry into higher level Agency positions as well as criteria to assist employees in choosing between the management and technical tracks Also at this stage the competency inventory may require refinement This will be accomplished by acquiring feedback from managers and non-managers alike as to the comprehensi veness and utility of the program All segments of the career development system will be available for use by the GALAXY population as soon as they are completed The competency inventory will provide employees with guidance on technical and supervisory skills and knowledge requirements for jobs through-out the Agency The assessment surveys will aid supervisors and non-supervisors alike in determining individual abilities Planning well ahead to fill key jobs will help to point out trends in future requirements for Agency positions The automated data base will allow employees to develop individual career planning information The mid-level training program will help prepare the GALAXY population for higher level positions And the career counseling center will be the focus for interaction between the GALAXY staff and general population In summary the implementation of a mid-level career development system will help meet future Agency requirements for highly skilled managerial and technical personnel and will prepare the GALAXY population to fill these requireinents The design of this phase of the GALAXY program is still in its early stages Therefore if anyone has any questions or recommendations about this proposed system we invite you to write stop by or call the GALAXY office M44 Room B6E36 FANX III 968-7160s or 859-4678b 0 May 1985 o CRYPTOLOG o page 8 QK Q ICIAb f Jil QI JbY aCID 4009943 THE RlTU iE OF TIt FRt N LY$I$ UJ P L 86-36 1 It is a pleasure to be here and to be asked to think about the future of TA That's a subject I've been thinking about in one way or another for most of my adult life more attentive to the technical track than it has been in times past I would like to begin by making some predictions about TA twenty years from today I found a crystal ball and was going to set it up here on the podium for these predictions However the guy that owned it couldn't figure out why I wanted it so I decided it wasn't worth the trouble Most ofthe daily front page news in the intelligence community will be prouided by T A Here are the predictions Twenty years from today people outside the field will be telling us that TA has no future Back in 1946 when I first started people were quick to tell me that TA was a wartime skill that it did a fair job during the war but that it wouldn't be around very long in peacetime In fact I can remember not really wanting to be in the field ofTA I was convinced that CA was more interesting and for a while I did my best to get out of TA so I could work in CA Later on when I got my hands on some actual raw traffic and began to work with collectors I found that TA was a lot more interesting than I thought And people have been predicting the demise of TA ever since By now it's an old song but I even hear it today So it doesn't take much nerve to predict that we will still be hearing that song twenty years down the road This is another easy one We do it now We have been doing it It seems an easy projection to say that we will continue We will still be relying on TA for much ofour Information Warning There may be some new high-tech wrinkles in the I W world twenty years from now but TA has a good track record for reliability and consistency in this area It is so simple for TA to reach out and touch targets to see if they are normal Even if some good gadgetry comes along the result will be some sort of partnership between the new techniques and the old reliable methods of TA We will still rely on T A for collection steerage It is funny how often this is overlooked in day-to-day operations And yet some TA shops could almost pay their own salaries in the savings from more efficient use of collection resources Signals are getting more complex Some of today's targets ha ve a lot of money to spend an d are modernizing'faster than our collection system All of this will require e'ven more efficiency for collection steerage and that's where TA has to come in The highest graded individual in the TA field will be a supergrade or whatever they are calling them twenty years from now This is another easy prediction 1 ot to be a super-grade as a TraffjcArialyst and so did I I see no reason why other TrafflCAl1alysts can't do the Same If anything it ought t bealittle easier for you because the Agency is now P L 86-36 This hasn't changed for years and probably won't over the next twenty TA people are still hatching traffic irrto May 1985 o CRYPTOLOG o page 9 POR OFFICIAL USE ONLY P L 86-36 DOCID 4009943 1omogeneous groups to prepare it for crypt nalytic attack Ask your favorite cryppies ifthey would like this to contin ue OnC cryptanaly ts experierice good TA support they become 1 liev rs they will ask for it again and again' because they ' know It helps them to do their own job well LETTER TO THE EDITOR On Tuesday the 24th ofMay in the year 2005 someone will be heard to say My problem isn't a standard TA problemoo we don't se callsigns I think I rst heard this about 35 years'ago hen I started working on a radioprinter problem I really don't think there is a standard TAproblem What we have is one or two problems that are so large we tend to think of them as standard But they aren't Traffic analysts have a large bag of tools built up over the years We keep adding to that bag oftools but we don't throw old tools away Lately we've been addedsome computer tricks to our toolkit and over the next twenty years I suspect that other new tools will be develop We need every tool we can get ' ' Art Levinson used to say that we were abit like a man that hl1s lost his wallet ona very dark street We doh't look for it he rewe think we lost it in the dar We look for it over under the' street ligh't vhere we can see We have to 'work ' with 'wh ttJie target gives us And we use 'hatever toolsare pproJlriate for t te features tqe target gi es i l s ' T his ieadS meto my last prediction one' hope d es not come ttue ' ' ' ' ' ' ' '- - Som tim duringiJi enext twenty years your target or th'e ' target you areinost interested in will have' a major communi cations c-hange ' ' - ' Maybe the target will find out what we use to exploit his communications how we do our little magic tricks to produce TA results Maybe they will ha VI a spy or maybe some public figure will slip and say too much or maybe someone will go out and write another dumb book Whatever the reason the target wiUchal'lge its system perhapsa't great cost and incollvenience First there will be panic and a lotof rU ingarQun LThen after things settle down a bit the trafficanalysts ill begin to take a look at what the target is giving us to work with Then they will dip into that big old bag of TA tools and start bui lding lno ther procei sing system a system that will feed the collectors nd the Cfyptana ysts and the i telligence community As they recov r the new signal fan what the traJ1ic analysts 'find wilibenew and maybe some of the tools tl yulle w ill be new ' ut itwill still be rA O ' ' PBf fB One ofthe advantages of being associated with a program such as the Traffic Analysis Intern program is the opportunity'to watch the big picture develop For three years I watched the traffic analysis career field being continually rescued from threats to its survival that came from whatever managerial wonders happened to be exerting influence at the time FBHB While specific to the TA experience these remarks point out the crucial aspects of organizational life organizations agencies corporations or whatever are really people Hiding behind the various bureaucratic identities ' cannot diguise this reality The ohealth ofthe people affects the org nization's When people stop caring growing and prodUCIng the organization ossifies and eventually fails f'QgQ Personal career and organizational development are inti ately linked This Agency has taken vital steps to lacdltate career development thereby assuring its future This month's Career Development activities are a celetration of thIS process - In the past present and future and its meaning for us and the Agency 1 P L 86-36 MC y 1 98 o CRYPTOlOG page 10 c ' FOR OFFiCIAL USE OPHX 4009943 FROM THE PAST extract from to grasp the we'aknesses of his own systems and work out means for eliminating them The Contribution of the Cryptographic Bureaus in the World War by Yves Gylden published in The Signal Corps Bulletin Nos 75-81 Nov-Dec 1933 - Nov-Dec 1934 Mr Gylden was a well-known Swedish code and cipher expert The article first appeared in a pamphlet entitled Chifferbyrdernas lnsatser I Varldskriget Till Lands published in 1931 in Stockholm The oldest known cryptographic bureaus were located at Venice under the Doges and at the papal curia in Rome From 1300 to 1400 these centers were so very-well organized that they may in some respects be considered as models even today Their work included both cryptography and cryptanalysis to an equal degree and with a logic which even today has no equal in many places cryptanalysis was placed first for the very logical reason that the person who is best able to solve a cryptogram is able The requirement'Cor admission to the said Italian bureaus especially that in Venice for this reason' consisted of the passing of a very difficult examination in the'science of cryptanalysis which' was given once a year for applicants satisfactory in other respects The technical-literature on' cryptography of that period also shows a most surprising insight into the problems of cryptography and we must call attentian to the fact that the dissertation U on cryptanalysis' written in 1474 at Milan by Sicco'Simonetta a cipher clerk is even today considered greatly superior to all reports prepared by the German school immediately preceding and during the World War on the solution of the same cipher system 1 Regulae ad e trahendum litteras zifferatas sine exemplo May 1985 CRYPTOLOG o page 11 FQK QFFH31 b SB epn li aCID 4009943 EO 1 4 c P L 86-36 Reprinted with permission from the Spring 1979 issue of the Crypt%gic SPECTRUM May 1985 CRYPTOLOG page 12 POR OPPICIAL USE oriLY aCID 2' 6 j 4009943 CO IDi TIAL P L 86- o _ _ 1 r NSA BEGINS INTERN TRAINING PROGRAM Nine employees have been selected from 100 ap plicants to participate in the first Agency Intern Training Program Designed to provide a- reserve of managementtrained personnel from among outstanding civilian career employees the program began January 31 and ends July 8 The nine selected received two weeks of orientation and are now beginning rotating work assignments which will take each into from four to seven Agency areas They meet as a group twice weekly for specialized training in the principles of management and administration i I The e wee Me I Selection of the participants was handlediby Personnel Division and was based on a writt en examination group oral interView work history and evaluation by supervisors The actual program is conducted by Training Division NSA NEWSLETTER FEBRUARY 1955 May 1985 CRYPTOlOG page 13 PI-Oct B5-Yl-B5225 CONFIDENTL L P L 86-36 Fgyg This document is from the holdings of The National Security Archive Suite 701 Gelman Library The George Washington University 2130 H Street NW Washington D C 20037 Phone 202 994-7000 Fax 202 994-7005 nsarchiv@gwu edu